• Journal of Korean Academy of Nursing Administration
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• v.19 no.4
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• pp.513-524
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• 2013

Purpose: This study was conducted to identify ethical climate factors in hospitals and analyze their influence on job satisfaction and organizational commitment. Methods: A convenience sample of 196 nurses from one national university hospital in J city participated in this descriptive study survey. Instruments included the Ethical Climate Questionnaire, Job Satisfaction Scale, and Organizational Commitment Scale. Cronbach's ${\alpha}$ and factor analysis were done to test reliability and construct validity of the scales. Data were collected from March 15 to March 25, 2013 and analyzed using descriptive statistics, one-way ANOVA, t-test, Pearson correlation, and multiple regression with SPSS/WIN 18.0. Results: Seven ethical climate factors were identified; laws and professional codes, social responsibility, company rules and procedures, self-interest, personal morality, efficiency, and friendship. Factors influencing job satisfaction were friendship (${\beta}$=.25), social responsibility (${\beta}$=.20), laws and professional codes (${\beta}$=.20), and educational level (${\beta}$=.27), explaining 37.6% of variance in job satisfaction. Factors influencing organizational commitment included social responsibility (${\beta}$=.29), friendship (${\beta}$=.27), laws and professional codes (${\beta}$=.23), and age (${\beta}$=.19), with explanatory power of 44.6%. Conclusion: Results can be used as preliminary data for developing new strategies to establish positive ethical climates in hospital environments and thus enhance nurses' job satisfaction and organizational commitment.

• Journal of Families and Better Life
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• v.33 no.5
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• pp.87-102
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• 2015

The purpose of this study was to examine the relationship between job stress, turnover intention, and the moderating roles of motivation for child care work. The subjects were 238 child-care teachers who were worked at child-care centers in Seoul. Questionnaires were used to rate job stress, turnover intention, and the motivation for child care work of teachers. The collected data were mainly analyzed by descriptive statistics, t-test, one-way ANOVA, Duncan test, Pearson's correlation and the multiple regression analysis. The main results of this study were as follows. First, there were differences in turnover intention according to individual characteristics such as career at the current child-care center and total career. Second, job stress was positively correlated with turnover intention, and negatively correlated with active motivation and material motivation. And turnover intention was negatively correlated with active motivation and material motivation. Third, a moderator effect of the active motivation was found in the relationship between the job stress and the turnover intention. Especially the active motivation is suggested to reduce the negative results of job stress and turnover intention. Therefore, the results indicate the importance of the active motivation which is considered as an aptitude, interest, affection for children and self realization when child-care teachers make a decision to enter the child-care work profession.

• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.3
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• pp.25-36
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• 2020

Purpose - As the interest of financial aria increase in economic change and labor market change, this study focused on the employee of the financial aria in Korea. The purpose of this study is to analyses relation among relationship variable and organizational culture variable and organizational effectiveness of financial aria employees in Korea. Research design, data, and methodology - This study measured relationship variable with communication and trust. And measured organizational culture variable with innovation, relation, hierarchy and rational. And measured organizational effectiveness with job satisfaction and organizational commitment. Empirical analysis is conducted using 442 financial aria employees of 7th HCCP in KRIVET. And SPSS is used in frequency and stepwise regression test and AMOS is used in path analysis with group differentiation test. Results - Overall results show that trust and relation culture give positive influence on job satisfaction. Organizational commitment results show that relation culture and rational culture give positive influence and also job satisfaction. However, hierarchy culture gives negative influence on organizational commitment. Also, the moderating effect of work characteristics is significant. Conclusions -Result of this study give managerial implication to HRM and also expend inflected organizational culture study to financial aria in Korea. Especially gives insight to relationship, organizational culture and organizational effectiveness. And management differentiation needs between work characteristic.

• Journal of the Korea Society of Computer and Information
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• v.21 no.6
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• pp.83-88
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• 2016

In this research aimed to deduce internal marketing factors, purpose, and their practical application by analyzing preceding researches on internal marketing of Korean medical service organization and investigating the recent trend of its research. Subjects of research are ten preceding researches that have been published in KCI records for the last five years from 2011 to 2016. Summarize result of researches, first, internal factors that were most frequently used were internal communication, compensation system, and education and training, which were used by 8(.8). Second, occupations that had most interest in the internal marketing research appeared to be nursing(.9) and administration(.3). Third, the practical application of the internal marketing appeared to be job satisfaction(.8), followed by customer orientation(.6), and organizational commitment(.4). Suggestion do, necessary to develop subordinate factors regarding the realistic internal marketing, such as both-sided internal communication enhancement, education and training, compensation system differentiated by individuals and teams, fairness in performance rating, work environment improvement, delegation of authority, career development, shared organizational vision in order to maximize job satisfaction, job commitment, and organizational commitment of employees as internal customers, before establishing strategies to satisfy patients and guardians who are external customers.

• Convergence Security Journal
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• v.23 no.5
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• pp.107-116
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• 2023

The management of professional manpower with expertise in performing specific tasks can be said to be a very important issue at the national level. Recently, interest in industrial technology protection experts continues to expand, but difficulties are growing due to the lack of policy evidence. Considering these points, this study conducted a fact-finding survey on personnel in charge of industrial technology protection, and through this, quantitative, qualitative, and job path analysis were performed for related job performers. These results are considered to be significant in that they can be used as basic information for fostering industrial technology protection experts in the future.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.3
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• pp.342-352
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• 2014

Purpose: The purpose of this study was to identify how political interest, efficacy and media usage influence political participation in hospital nurses. Methods: Participants were 286 nurses, who were informed of the study purpose and agreed to participate. Data were collected during November and December, 2012 using a questionnaire on political interest, political efficacy, media usage and political participation. Data were analyzed using t-test, ANOVA, Scheff$\acute{e}$'s test, Pearson Correlation Coefficients, and Multiple Stepwise Regression. Results: Scores for political participation and political interest was average. The score for political efficacy was higher than average. Political participation was significantly different by education level, job career, position, and intention to vote in the election for the 18th President. Political participation had a moderate positive correlation with political interest (r=.50, p<.001), political efficacy (r=.32, p<.001) and media usage (r=.14, p=.022). Political interest (${\beta}$=.43) was the factor most influential on political participation, explaining 25% of the variance. A total of 32% of political participation was explained by political interest, political efficacy, and TV news or SNS for media use. Conclusion: The results suggest that it is necessary to develop strategies to promote political interest and political efficacy for hospital nurses to improve political participation.

• Management & Information Systems Review
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• v.35 no.1
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• pp.85-116
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• 2016

The present study aims to explore the causes of employment difficulty on the basis of job applicant's interest from P-E (person-environment) fit perspective. Our approach relied on a textual analytic method to reveal insights from their situational interests in a job search during the change of labor market. Thus, to investigate the type of major interests and psychological responses, user-generated texts in a social community were collected for analysis between January 1, 2013 through December 31, 2015 by crawling the online-community in regard to job seeking and sharing information and opinions. The results of topic analysis indicated user's primary interests were divided into four types: perception of vocation expectation, employment pre-preparation behaviors, perception of labor market, and job-seeking stress. Specially, job applicants put mainly concerns of monetary reward and a form of employment, rather than their work values or career exploration, thus youth job applicants expressed their psychological responses using contextualized language (e.g., slang, vulgarisms) for projecting their unstable state under uncertainty in response to environmental changes. Additionally, they have perceived activities in the restricted preparation (e.g., certification, English exam) as determinant factors for success in employment and suffered form job-seeking stress. On the basis of these findings, current unemployment matters are totally attributed to the absence of pursing the value of vocation and job in individuals, organizations, and society. Concretely, job seekers are preoccupied with occupational prestige in social aspect and have undecided vocational value. On the other hand, most companies have no perception of the importance of human resources and have overlooked the needs for proper work environment development in respect of stimulating individual motivation. The attempt in this study to reinterpret the effect of environment as for classifying job applicant's interests in reference to linguistic and psychological theories not only helps conduct a more comprehensive meaning for understanding social matters, but guides new directions for future research on job applicant's psychological factors (e.g., attitudes, motivation) using topic analysis.

• Journal of the Korean Home Economics Association
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• v.27 no.1
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• pp.29-38
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• 1989

The purpose of this study was to examine the relationship of clothing behavior with such psychological variables as self-esteem and impulsiveness, to disclose the relationship between children's clothing behavior and their mother's child-rearing attitueds, to investigate the levels of clothing behavior according to children's sex and their mothers having job. Questionaires for clothing behavior and child-rearing attitudes were chosen from ones which were used in privious studies, and the items were selected on the Cronbach's Alpha Reliability Coefficient. For mearsurement of impulsiveness, a portion of "personality Inventory" by Beommo Chung was used, while Robinson and Shaver's self-esteem scale was adopted for mearsutement of self-esteem. Clothing behavior was composed of 6 variables: clothing interest, clothing satisfation, clothing management, clothing sex-role, clothing comfort, and clothing independence. Samples were 380 boys and girls (4th, 5th, 6th grade) of three elementary schools in Seoul, Korea. The data were analyzed by correlation coefficient, t-test, F-test, and multiple regression analysis. The results were as follows : 1. Self-esteem had positive relations with clothing satisfaction, clothing management, and clothing sex-role. Girls who had higher self-esteem were less interested in traditional sex-role attitudes in clothing. Boys who had higher self-esteem were higher in clothing independence. 2. Those who had higher impulsiveness were higher in clothing interest, but lowere in clothing satisfaction, clothing management, and clothing independence. 3. Loving and receptive child-rearing attitude had positive relations with clothing satisfaction and clothing management, but a negative relation with clothing sex-role. When mothers had higher loving and receptive child-rearing attitude, their sons had higher traditional attitude in clothing sex-role. Democratic and self-regulating child-rearing attitude had no relation with clothing behavior. 4. To lpredict clothing satisfaction, 4 independent variables (selfesteem, impulsiveness, mother's loving and receptive child-rearing attitude, and mother's democratic and self-regulating child-rearing attitude) were selected. The explanatory power of the four variables was 15%. Clothing satisfaction was most influenced by self-esteem, and not significantly influenced by mother's child-rearing attitudes. 5. Clothing interest and clothing management were higher with the girls than with the boys, while clothing comfort was higher with the bodys. 6. When children's mothers had a job, the children tended to have higher liberal attitudes in clothing sex-role.

• Fashion & Textile Research Journal
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• v.25 no.5
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• pp.634-642
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• 2023

This study aimed to investigate the influence of career barriers on employment decisions among high school students specializing in beauty-related field. The subjects of this study were 339 students attending beauty-specialized high schools in Gwangju Metropolitan City and Jeollabuk-do, and a self-written questionnaire was employed for conducting the research. This survey was conducted from April 4 to April 18, 2022. A total of 380 questionnaires were distributed, and 350 responses were collected. Of these, 339 questionnaires were considered for the final analysis, as the remaining 11 had incomplete or insincere responses. The results of this study are summarized as follows. First, the career barriers affecting high school students in beauty-specialized schools were categorized into eight factors: lack of interest, economic difficulties, financial support, interpersonal challenges, job information, anxiety about future, conflict with others, and lack of self-clarity. Second, when assessing the impact of career barriers on employment decision-making, it was observed that the level of employment decision-making had a statistically positive (+) effect, and the lack of interest had a negative (-) effect on the level of employment decision-making. Next, the significance of the regression model, considering the specific factors of career barriers in relation to employment confidence, was established as p<.001. Variables such as a lack of interest, limited access to job information, and lack of self-clarity had a negative (-) effect on the level of employment confidence, with a significance level of 0.05.

• Journal of the Korean Operations Research and Management Science Society
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• v.27 no.4
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• pp.127-137
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• 2002

This study aims at developing and empirically testing a comprehensive model of organizational justice derived from the prior empirical studies on organizational justice. The study seeks to understand the antecedents to and the consequences are addressed. The first question is what characteristics of the HRM systems determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, i.e., the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy. ethicality. credibility. and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models aye adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts. The final research question deals with the consequences of perceived organizational justice. specifically job - related altitudes and organizational commitment. Job-related attitudes in this study refer to job satisfaction, job motivation, and job involvement, i.e., the willingness to make contributions. identification with organization, and intent to stay. In examining the consequences of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses reveal that the GVM variables except more influence has been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization.